Work Flexibility: Hybrid
What You Will Do
Lead end-to-end design, development, and evaluation of complex medical device systems
Apply advanced engineering principles; mentor team members on best practices
Translate user needs into system requirements and scalable architectures
Define, decompose, and allocate requirements across multi-disciplinary teams (EE, ME, SW)
Lead concept phase activities and drive resolution of complex design issues
Conduct and lead analytical studies (trade-offs, optimization, performance, risk assessments)
Oversee system integration, verification, and validation activities
Drive product risk management, including failure analysis, safety requirements, and mitigations
Influence product and technology strategy through market, clinical, and customer insights
Ensure compliance with medical device standards; lead documentation (DHF) and cross-functional collaboration while mentoring and driving high-performance execution
What You Need (Minimum Required Qualifications)
Preferred Qualifications (Strongly desired)
Proven experience designing, developing, and optimizing complex systems
Advanced proficiency in requirements management and system modeling methodologies
Strong ability to communicate complex technical concepts and plans to cross-functional teams
Hands-on experience with requirements management tools (Jama strongly preferred)
Experience with SysML and Model-Based Systems Engineering (MBSE) frameworks
Proficiency with SysML/MBSE modeling tools (e.g., Cameo, MagicDraw, Rhapsody)
Solid understanding of medical device standards, including ISO 13485 and ISO 14971
$102,600 - $171,000 USD Annual
Travel Percentage: 20%
Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer - M/F/Veteran/Disability.
Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.